Hubungan antara Komitmen Organisasi dengan Kesiapan Berubah pada Karyawan PT Telkom Medan

Abstract

Penelitian ini bertujuan untuk menguji hubungan komitmen organisasi dengan kesiapan untuk berubah. Dengan asumsi bahwa semakin tinggi organisasinya Komitmen seorang karyawan terhadap perusahaan, maka semakin tinggi pula kesiapannya terhadap perubahan organisasi kepada karyawannya. Sebaliknya, semakin baik pula kinerja seorang karyawan komitmen organisasi terhadap perusahaan, semakin siap untuk melakukan perubahan organisasi. Subyek penelitian ini adalah karyawan PT TELKOM BIDANG Konsumen Jasa. Penelitian ini disusun dengan metode menggunakan skala likert menurut Skala komitmen organisasi Kuntjoro (dalam Syarif, 2001) yang terdiri dari dua aspek yaitu sikap dan kemauan bertindak. Penelitian ini juga menggunakan skala kesiapan untuk berubah menurut (Holt et al.,2007) yang terdiri dari empat aspek, yaitu Appropiateness (Kesesuaian untuk melakukan perubahan), Change ability (kepercayaan diri terhadap kemampuan berubah), Dukungan Manajemen (Manajemen Support), Personal Benifit (Manfaat bagi perorangan). Berdasarkan analisis data, maka diperoleh hasil sebagai berikut: 1) Bahwa tidak terdapat hubungan yang signifikan antara komitmen organisasi dan kesiapan untuk berubah. Hasil ini dibuktikan dengan koefisien korelasi r xy = 0,038 dan p = 0,758, mean p > 0,05. Berdasarkan hasil ini, hipotesis ditolak. 2) Bahwa karyawan PT Telkom Organisasi lapangan divisi DCS berkomitmen tergolong Tinggi. Hal ini terlihat dari nilai rata-rata empiris komitmen organisasi (165.500) lebih besar dibandingkan dengan nilai rata-rata hipotesis 115, dan kesiapan pergantian karyawan PT Telkom pembagian bidang DCS tinggi. Hal ini dilihat dari nilai rata-rata empirisnya kesiapan untuk berubah (152.814) lebih besar dari nilai rata-rata hipotetis melebihi 125. This study aims to examine the relationship of organizational commitment with readiness to change. With assumed that the higher the organizational commitment of an employee of the company, the higher the change readiness of the organization to the employee. Conversely, the better an employee's organizational commitment to the company, the more ready to change the organization. The subjects were employees of PT TELKOM FIELD of Consumer Services. This study was prepared by a method using a Likert scale according Kuntjoro organizational commitment scale ( in Syarif, 2001) which consists of two aspects, namely the attitude and the will to act. This study also uses a scale of readiness to change according to (Holt et al. ,2007) which consists of four aspects, namely Appropiateness (Appropriateness to make changes), Change efficacy (self-confidence in the ability to change), Management Support (Management Support), Personal Benifit (Benefits for individuals). Based on data analysis, the obtained results as follows: 1) That there is no significant relationship between organizational commitment and readiness to change . This result is evidenced by the/ correlation coefficient r xy = 0.038 and p = 0.758, mean p > 0.05. Based on these results, the hypothesis be rejected. 2) That the employees of PT Telkom DCS division field organization committed classified as High. It is seen from the empirical average value of organizational commitment (165.500) greater than the average value hypothetic 115, and readiness to change employees of PT Telkom division of DCS field is high. It is seen from the average value of empirical readiness for change ( 152. 814) greater than the hypothetical average value exceeds 12 5 This study aims to examine the relationship of organizational commitment with readiness to change. With assumed that the higher the organizational commitment of an employee of the company, the higher the change readiness of the organization to the employee. Conversely, the better an employee's organizational commitment to the company, the more ready to change the organization. The subjects were employees of PT TELKOM FIELD of Consumer Services. This study was prepared by a method using a Likert scale according Kuntjoro organizational commitment scale ( in Syarif, 2001) which consists of two aspects, namely the attitude and the will to act. This study also uses a scale of readiness to change according to (Holt et al. ,2007) which consists of four aspects, namely Appropiateness (Appropriateness to make changes), Change efficacy (self-confidence in the ability to change), Management Support (Management Support), Personal Benifit (Benefits for individuals). Based on data analysis, the obtained results as follows: 1) That there is no significant relationship between organizational commitment and readiness to change . This result is evidenced by the/ correlation coefficient r xy = 0.038 and p = 0.758, mean p > 0.05. Based on these results, the hypothesis be rejected. 2) That the employees of PT Telkom DCS division field organization committed classified as High. It is seen from the empirical average value of organizational commitment (165.500) greater than the average value hypothetic 115, and readiness to change employees of PT Telkom division of DCS field is high. It is seen from the average value of empirical readiness for change ( 152. 814) greater than the hypothetical average value exceeds 125.